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So it's been a month I'm currently working as an HR intern for payroll but I don't have any knowledge or prior experience of payroll but idk why they still hired me for the same and told me they'll help me and teach me how to work etc etc but I wanted to work as a recruiter and was very clear about it and told them the same they said ki abhi kro aap payroll mei baad mei we will shift you to recruiting talent acquisition wala part everything was going good i was learning payroll and working as a recruiter also but out of no where my HR head is very pissed at me she's ignoring me and not talking to me and idk what she back bitched about me to the manager as now the manager also seems to be pissed at me and FYI from last week I am only doing the payroll part cause there is a lot work there so unable to manage both.

I don't have any idea why out of nowhere my Hr Heads Manager everybody is acting so weird lately I mean it's my first internship and I think everybody hates me . I have really lost all the motivation to go office tomorrow. Is it really concerning or I am thinking too much ?

Help me what to do 😭😭😭

My sister recently interviewed with a company. During the initial HR conversation, she mentioned her expected CTC, but HR never discussed whether it was within their budget.

She had two interview rounds. The first round didn't go great, but the second round went well. The next morning, she received an email saying she had been selected and asking her to fill out forms and submit documents for background verification (BGV).

The documents requested include:

• Current company employment documents
• Previous company employment documents
• Government-issued ID documents
• All educational certificates and documents

Since nobody from HR had discussed compensation, she called HR to clarify. They told her that, as per company policy, BGV is conducted first and salary discussions happen afterward.

She hasn't submitted the documents yet. She also has another offer, so she doesn't want to go through the entire BGV process only to find out later that the company cannot meet her expectations.

My questions:

1. Is it normal for companies to conduct BGV before discussing or aligning on CTC?
2. Is it reasonable to ask HR to confirm whether her expected CTC is broadly within their budget before submitting these documents?
3. Does this process seem suspicious, or could it genuinely be company policy?
4. Would you submit the documents first or insist on compensation alignment before proceeding?

Would appreciate advice from people who have experienced similar hiring processes.

Thanks!

Please let me know! Drop any companies below, I’d love to hear your experience

I'm W21

looking for a community manager role and honestly, i need a workplace where i can yap professionally and get paid for it 😭

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For HR professionals managing remote teams, what activities have genuinely helped employees connect beyond their usual work meetings?

I’ve been exploring virtual team-building experiences like escape rooms, murder mysteries, and interactive games. I

What have you tried that your employees genuinely enjoyed and found valuable? I’d love to hear your recommendations and experiences!

It’s no longer news, many companies are reaching a new low every year when it comes to hiring entry-level employees. Some people say we have reached a diamond shaped organisation chart, where there are more mid-career and senior employee compared to a decade back.

This has nothing to do with having lesser Gen Z or due to declining births in the early 2000s. We have an oversupply of fresh graduates and young talents these few years, but way lesser hiring.

Last year, I am seeing only 1 entry level hired into the office, working in a project team with 7 other seasoned engineers and 2 leads. This is not alarming in many companies, but where I work, engineers are a short lived role and moves up quickly due to the intensity, not to mention the office building has 70 employees, 1 new hire into a building of 70, the ratio does not make sense. We are reaching 1 management level role to 3 employees who actually work on the project.

This year, no engineer was hired, that project team shrunk to 6, the good part is because 2 of them were promoted to leads, and the previous 2 leads had an internal transfer. Workload increased, and there seems to be no intention from HQ to increase the headcount of this office.

No juniors are here to learn and succeed anyone, everyone becomes a seasoned employee now and the pipeline is cut off at the bottom. This also indirectly means upward movement will eventually be limited.

If your company is having similar problems, can you share with me what kind of mitigation are in place for your company if they stopped hiring true entry levels?

I need some advice because I’m dealing with a lot of changes at work, and I’m trying to figure out if I’m overthinking things.
I’m currently the Human Resources Director (HRD) at a nursing facility. I’ve been at this location for a little over four months and with the company for 10 months. About a week ago, our facility was sold to another company, and there’s still a lot of uncertainty. From what I understand, the new company doesn’t have Regional HR representatives like we currently do. Instead of weekly support, we’ll have someone from corporate visit once a month and be available by phone.
We also hired a new Administrator about a week ago, and I already feel like she’s trying to micromanage, intimidate, and bully me. She wants to be involved in everything, including hiring, terminations, write-ups, and second or third interviews.
When I expressed my concerns about adding second interviews, I explained that it would make my job harder because I’m the only HR professional responsible for approximately 180 employees. Her response was simply, **“Soooo.”** I found that extremely dismissive and disrespectful.
Another issue is the inconsistent communication. She told her supervisor she didn’t want to sit in on interviews, but then sent two separate emails stating otherwise. That makes me question her honesty.
Our management team is predominantly Black, and I’m paying attention to how everyone is being treated. I don’t want to assume anything, but I feel like she’s coming in aggressively and trying to establish control without understanding the team or our responsibilities.
I understand that she’s the Administrator and has oversight of the facility, but there’s a difference between leadership and micromanagement. I have no problem with accountability or teamwork, but I do expect mutual respect and professional communication.
To add to everything, I confirmed that the corporate HR person who will be overseeing me under the new company has the same title as me, HR Director. I’m curious about how that reporting structure will work and what my responsibilities and authority will look like moving forward.
At this point, I’m seriously considering looking for another job. I don’t want to make an emotional decision, but I also don’t want to work somewhere I feel disrespected, unsupported, or constantly undermined.
**Am I overthinking this, or are these red flags? Would you give the new company a chance or start looking for another opportunity?**

Hi just wondering if anyone had any insight into HDI global in the US. Is it a good co to work for?

Hey all, I have experience as a Talent Acquisition/HR Generalist for 4.5 years until 2024 where I had to take some time off for personal reasons. I moved to Melbourne mid-last year and have been struggling to get back into the workforce in HR / TA roles. I have applied for many jobs, called offices, recruiters & agents but barely getting any clarity about what I should do to enhance my chances and get some interviews. It’s just been exhausting not getting any answers so any tips would be appreciated.

Hi all, I work in consulting, mostly around audit and compliance. Lately I keep coming back to the EU Pay Transparency Directive, and I’d like to check whether what I’m seeing is what others are seeing before I put any time or money into it. I’m not selling anything, just collecting experiences.

Here’s how I understand the situation in Czechia. The country was supposed to transpose the directive by June 2026 and missed the deadline. The current draft amendment to the Labour Code aims for an effective date of 1 January 2027, but it hasn’t been passed yet and the wording could still change. As drafted, every employer, even a small one, would need a documented pay system: some grouping of jobs and clear rules for how pay is set. Employees could ask for information about their own pay and about average pay for men and women doing comparable work. Employers couldn’t ask candidates about their current salary, and job ads would need to include a pay range. Companies with over 100 employees would have to report gender pay gaps, but only from 2028.

From what I see around me, a lot of smaller companies don’t have defined roles or pay bands, and salaries are mostly negotiated case by case. The big consultancies handle this for corporates, but for a company with 30 or 150 people I don’t see anything sensible that they’d actually pay for.

I’m thinking about something simple that would help a company describe its roles, set pay bands, check for gaps and prepare for employee questions. I don’t know yet whether it should be a service, a set of templates or software.

I’d love to hear:

• Is anyone at your company already working on this, and who (HR, the owner, an external advisor)?
• How are salaries decided at your company? Are there any pay bands?
• As an employee, do you know how your pay is determined, and would you want to?
• If you’re in HR or run a company: what would actually help, and what would you be willing to pay for it?
• Do you know of any tool that handles this today, and is it any good?

Feel free to tell me it’s a pointless idea, I’d rather find out now. Any experience is welcome.

Hi everyone! I’m currently looking for opportunities in Human Resources and would appreciate any leads or referrals!
I have a Bachelor’s degree in Business Administration and 2+ years of experience in administrative support, customer service, and team coordination, including supervising a team of 10–15 employees.
I’m interested in entry level HR Assistant, HR Coordinator, Recruiting Coordinator, and People Operations roles. I’m based in NYC and open to remote, hybrid, or on-site opportunities.
Thank you!